Tag Archives: fire department management

And all fire and EMS departments enforce this, and empower their COs, by giving them visible symbols of their new authority that are understood by everyone from the newest probie firefighter to the Fire Chief (e.g., collar insignia, different color uniform shirts, different color helmets, or different helmet shields).

Last time I checked, it's 2019. Isn't it about time to retire the diversity "dog whistle?" Why is it that so many white males in the fire service still hear "diversity" and their Pavlovian Response is "Diversity is fine, but not at the expense of quality and competence?

They initially used focus groups of firefighters and officers to collect data but after a couple of groups the research team had already learned something about firefighters...

I’m not saying that firefighting as a whole is becoming obsolete, but I am proposing that we need to get out of the “pot” before we become boiled. Our approach to interior structural firefighting needs some serious restructuring lest we will only see more firefighters encountering flashovers upon arrival, structures weakened to their collapse point before firefighters arrive, and firefighters developing cancers more frequently from airborne and skin exposure hazards.

Bullying and harassment in the fire service, as those behaviors are in the general population, are about power and control. Those individuals who engage in bullying or harassment do so because they want to maintain the status quo or they're seeking to elevate their status among their peers or they're insecure in their position of official power (officers). In my opinion, these elements are inter-related just as fuel, heat, and oxygen are critical elements necessary for combustion. If we can successfully remove these elements in our organizations, we can make the fire (bullying and harassment) go out for good.

Whether you volunteered for the staff officer assignment or you were given the assignment, I think you’re going to find that many of your bosses, peers, and subordinates in operations are going to view you as a “newbie”. They’re going to expect you to “prove yourself” as being capable of handling your new assignment in operations.

These three steps are more than just individual or group tasks. Collectively, they constitute leadership and mentoring on your part. By doing so, you’re creating expectations for attendance at future conferences by you and members of your department.

By: Robert Avsec, Executive Fire Officer Several years ago, at a fire service conference, I attended a session on reducing risk in fire departments. The presenter, whose name escapes me, make a statement that really stuck with me, “You cannot manage or eliminate risk in this business, but you can regulate it.” He went on to explain that regulating meant ...

Much is being written and discussed about the fire service and its culture of risk-taking and the influence of that culture on firefighter deaths and injuries. But there is also the culture of the firehouse, and that’s the culture that’s influencing the inappropriate behaviors, on and off the job, that are resulting in careers being ruined, lawsuits being filed, and in the worst cases, firefighters taking their own lives.

Training and drilling are opportunities to “sharpen the saw”, that is, work on the full range of firefighting and rescue skills necessary to do the job and make sure that everyone is still doing them safely and correctly. It's important to do that training in all weather conditions, yet it's equally important to do so safely, effectively and efficiently, especially during hot weather training.